Healthcare Recruitment

Your last clinical search took 90+ days. Then the hire left in month two.

Your team is covering extra shifts. Your providers are doing rooming, vitals, and after-hours charting. You're sourcing again, from scratch, while the open seat keeps quietly costing you. ClearPath fills clinical and provider roles without restarting the cycle.

Get a hiring reality check → See how the search works
10% flat fee. No retainer. 30-day replacement guarantee. Founder-led. Every search, no handoffs.
Healthcare Recruitment

You've been ghosted twice and lowballed once. Your next role shouldn't feel like a lottery.

Most recruiters work for the facility, get paid by the facility, and treat you like a resume to forward. Candidate representation here is free, your information stays private, and you get told what the comp actually looks like before you take a call.

Career fit assessment → See how representation works
No cost to candidates, ever. Confidential. Your info stays with me. Direct line to the founder.
Shreya Ghosh, founder of ClearPath Staffing
Shreya Ghosh Founder · Arlington, VA
The Operational Math

What the recruiter invoice doesn't show.

The placement fee is the smallest line item. The rest accumulates while the seat sits open.

$2.4M+
A single physician vacancy can defer millions in annual revenue.
Median across specialties per Merritt Hawkins. Procedural and surgical lines often exceed $3M. Every month unfilled compounds the loss.
Source: Merritt Hawkins, Physician Revenue Survey
0.5–2×
Annual compensation to replace a clinical hire.
The invoice rarely captures onboarding drag, overtime burden, productivity ramp, and second-search risk. Hard-to-recruit specialties trend to the upper bound.
Source: Society for Human Resource Management
~86 days
Median time to fill an RN vacancy nationally.
Each additional week raises overtime spend, strains existing staff, and increases burnout risk.
Source: NSI Nursing Solutions, National Healthcare Retention Report
Cost of Vacancy Calculator

Calculate what your open seat is actually costing you.

Lost revenue, locum premium, overtime spend on existing staff. Adjust the inputs and watch the number move in real time.

Your Open Role

Tell me about the seat that's empty.

No
Updating live · this vacancy costs $0/day
Lost Revenue
$0
Estimated lost productivity over the days this seat has been empty.
Team Burnout Cost
$0
Existing staff have covered roughly 0 extra shifts at 1.5× overtime. Burnout creates the next callout.
Recruiting Cost Comparison
Agency (22%)
$0
ClearPath (10%)
$0
You Save
$0
Internal HR and job-board costs include HR labor (~25–30 hrs at loaded rate) and posting fees — not just placement %. ClearPath can also work alongside an internal HR team as outsourced search support.
Total Cost of Delay
$0
Every additional week this seat stays open costs another $0.

Stop the bleeding. Let's fill this role in the next 30 days.

15-minute reality check call. Free, no commitment. Bring the role above.

Get started · Free consultation →
Why the Usual Options Fail

The obvious solutions don't actually solve the problem.

If the four channels below worked, your search wouldn't be open right now.

Channel 01 · Indeed & Job Boards

You get volume. You don't get fit.

Posting attracts active candidates already saturated by every other listing. You get 80 resumes, half from out-of-state, a third from agencies forwarding the same person, and a fraction worth a call.

What actually breaks Your hiring manager spends 6+ hours weekly sorting, and the strongest passive candidates never see your post.
Channel 02 · Large Staffing Firms

You signed with a name. You got a junior.

The senior recruiter you met during the pitch hands the search to a junior with a placement quota. Their incentive is volume, not fit, and the candidates they push are often the highest-paying, not the best.

What actually breaks Misaligned incentives produce expensive hires who leave when a competitor offers ten percent more.
Channel 03 · Internal HR

HR runs your benefits. Clinical recruiting is different.

Your HR team is excellent at compliance, comp bands, and onboarding. Clinical recruiting needs a candidate pipeline built over years, knowledge of specialty-specific licensing, and the time to source passively. It's not a generalist's job.

What actually breaks Searches stall in the source phase. Roles stay open 90+ days while the team waits for inbound applications.
The Alternative

One recruiter. One search. One point of contact.

Boutique, founder-led healthcare recruitment. I run every search myself, and the only way I get paid is by closing one. No junior handoffs, no volume incentives, no $250K consulting retainer.

See how it works →
The Process

Every step exists to remove a failure point.

Recruitment isn't four steps. It's a series of decisions where most searches quietly die. Here's what each step is designed to prevent.

01

Calibration intake

A 30-minute call to define the role beyond the JD. Comp range, clinical scope, dealbreakers, what's flexible, what your last hire got wrong, and what tenure looks like at your facility.

What this solves

You don't waste two months interviewing the wrong profile and have to restart from scratch.

02

Targeted search

Direct sourcing from a curated network, not a job board scrape. Candidates are screened against the calibration brief, credential-verified, and reference-checked before you see them.

What this solves

You see three candidates I'd personally vouch for, not forty-seven resumes you'll never have time to read.

03

Structured interviews

Interview slots booked directly into your team's calendar. Briefing notes sent before each call so your interviewers know exactly what to probe and what's already been confirmed.

What this solves

You're evaluating fit on the call, not playing scheduling phone tag or re-asking questions I already covered.

04

Offer through start date

Counter-offer coaching, resignation support, credentialing assist, and active check-ins through the candidate's first 30 days. The placement isn't complete when the contract signs.

What this solves

Your hire doesn't ghost after accepting a counter, and they don't quietly disengage in week three.

Pricing

Why industry-standard 20–25% fees create the wrong incentives.

When a recruiter's paycheck scales with candidate comp, the recruiter has a reason to push the highest-paid candidate, not the right-fit one. The math creates the misalignment.

Industry Standard

20–25% of first-year compensation.

$32K–$40K
on a typical $160K hire
  • Recruiter earns more when candidate comp is higher
  • Incentive to push expensive candidates over right-fit candidates
  • Often paired with retainer fees regardless of close
  • Search handed to a junior on volume quota
  • Replacement guarantees frequently capped at 30 days with conditions
The fee structure quietly determines which candidate gets pushed hardest.
ClearPath Staffing

10% flat, on first-year base.

$16K
on the same $160K hire
  • Same fee whether the candidate earns $120K or $200K — incentive aligned with fit
  • No retainer. No engagement fee. No fee if the candidate doesn't start.
  • 30-day replacement guarantee, no carve-outs
  • Founder-led. The person you call is the person doing the search.
  • Candidate representation is always free.
Net-30 invoice after candidate's official start date. That's the entire pricing page.
Founder-Led

I run every search myself.

I founded ClearPath Staffing because healthcare hiring deserves better than a resume flood and a cold handoff. I run every search myself, from certified nursing assistants through physician leadership, and I do not outsource the work that matters.

I know what a good clinical interview looks like, how credentialing actually works, what makes a candidate leave in month two, and why certain placements quietly succeed for years. That knowledge is the product.

When you call ClearPath, you reach me directly. You receive a shortlist written by me, with notes from calls I conducted personally. If a hire doesn't work out in the first thirty days, I find you another, at no additional cost.

Healthcare is a trust business. I built ClearPath Staffing to behave accordingly. My goal is to take the difficulty out of finding the right clinician, or the right role, and a free call with me is always the fastest place to start.

Shreya Ghosh
Founder & Recruiter
FAQ

The questions you should be asking.

What happens when the candidate quits in month two?
If a placed candidate leaves or is released for cause within the first thirty days, I conduct a replacement search at no additional fee. The replacement search begins immediately and follows the same process as the original engagement. No carve-outs, no fine print.
How is 10% actually sustainable if the industry charges 20–25%?
Because ClearPath is founder-led with no overhead absorbing fee margin. No middle layer of junior recruiters, no quota-based account managers, no retainer model. A 10% flat fee on a healthy volume of closed searches is a viable business; padding it to 25% just transfers cost to you with no corresponding improvement in candidate quality.
Why should I trust a boutique over a name-brand staffing firm?
Because boutique means the person who pitched the search is the person doing the search. Large firms typically hand engagements to junior recruiters on volume quotas, whose incentives are different from yours. With ClearPath, there is no handoff, no junior associate, no account team — and the same person owns the relationship through every placement.
Are candidates ever charged anything?
No. Candidate representation is always free. You will never be asked for payment, and your information is never released to a facility without your explicit consent for that specific role.
How long does a typical search take?
Clinical and allied roles generally close in four to six weeks. Advanced practice provider searches (NP and PA) typically run six to eight weeks. Physician and executive searches range from eight weeks to six months depending on specialty, geography, and compensation structure.
What roles do you place?
Physicians, hospitalists, medical directors, physician advisors, nurse practitioners, physician assistants, registered nurses, LPNs, CNAs, medical assistants, phlebotomists, surgical techs, medical coders, practice managers, and billing and credentialing specialists. Executive searches (CMO, VP of Clinical Operations, department chair) are handled on a retained basis.
Where do you operate?
Headquartered in Arlington, Virginia. Active searches across the DMV and nationally. Remote and telehealth roles welcomed.
What's the difference between contingent and retained?
Most searches at ClearPath are contingent, meaning the 10% fee is paid only when a candidate is hired and starts. Confidential, executive, and highly specialized physician searches are available on a retained basis, with terms quoted per engagement.
Next Step

Start with a diagnostic, not a sales call.

Fifteen minutes. No commitment. The goal is to figure out what's actually blocking your search — or your job search — not to pitch you.

For Facilities

Hiring reality check — 15 minutes to diagnose why your last search failed.

Bring the role that's been open the longest. We'll walk through the channels you've tried, where candidates dropped, the comp band, and the operational impact of the seat staying open. You leave with three concrete next steps, whether you engage ClearPath or not.

Book the reality check →
For Candidates

Career fit assessment — 15 minutes to see if you're targeting the wrong roles.

Bring your current target list (roles, geographies, comp expectations). We'll calibrate against what's actually moving in the market, which roles are likely to lowball you, and where your background opens doors you haven't considered. Free, confidential, no commitment.

Book the assessment →
Prefer email? shreya.clearpathstaffing@gmail.com
Or call directly: (847) 305-9422